New Department Chair
Training
HUMAN RESOURCES
KRISTI KRIMPELBEIN
SPECIAL ASSISTANT & DIRECTOR OF HUMAN
RESOURCES
AUGUST 27, 2015
Advice,
Guidance,
Counsel, &
Coaching
Training and
Development
Payroll &
Benefits
HR’s
Role
Curriculum
Recruitment
Collaboration
&
Partnership
Administration
Policy,
Procedures &
Legal
Compliance
DC’s
Role
Vision
Support
Learning
Environment
Personnel
Management
Human Resources Website
UPS
 Implementation on July 1, 2015
 Classified Staff
University Staff
 LTE
Temporary Employment
 BOR will be governing University Staff rather than
the Office of State Employee Relations (OSER)
 New policies and procedures creating consistency in
processing
Payroll
 Unclassified Payroll
 Paid first of the month
 Electronic monthly leave reporting
 Earning statements/leave reports accessible through MyUW
http://my.wisconsin.edu
 Summer session is paper based
Payroll
 Unclassified Paid Leave
 Only annual appointments earn vacation and personal days
 Leave reports are due the 5th of the month for leave taken in
the previous month
 If leave or no leave taken each month or leave will be reduced
at the end of the year
Payroll
 University Staff, Temporary Employees and Students
 Paid Bi-Weekly
 Enter absence requests and time worked into HRS through
http://my.wisconsin.edu portal
 All hours worked and paid leave should be entered into HRS
by the end of each pay period
 HRS Time/Absence Training Materials
http://www.uwstout.edu/hr/HRS-Time-and-AbsenceTraining.cfm
Overloads
 Overload limits tracked by fiscal year starting
7/01/14
 20% of annual salary or $18,000 (whichever is
greater)
 Overload Tracker was implemented to communicate
overloads across departments and to ensure cap is
not exceeded
Performance Evaluation
 Unclassified
 Probationary and Academic Staff performed annually
 Tenured faculty every 5 years or as necessary
 Notifications will be sent by HR to Dean’s Office when
evaluations are to be completed
 University Staff
 Probationary evaluation completed 3 months and prior to 6
months
 Completed annually after probationary period
Renewal Notices
 Faculty, Academic Staff/Limited Appointee Handbook
 Probationary Faculty
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Expires at the end of the academic year, not later than March 1 of the
first academic year and December 15 of the second consecutive
academic year
Expires during, 3 months prior to expiration and if second year, at
least 6 months
After two or more years of continuous service at an institution of the
university, at least 12 months before the expiration of the
appointment.
 Fixed Term Academic Staff Appointments
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At least 3 months before end of appointment within first 2 years
6 months third year
1 year there after
Salary Adjustments
 Previously Wis. Stats. Prohibited salary adjustments
unless for job reclass/retitle, promotion, salary
inequities, or competitive factors
 Salary Adjustments may be made for any of the following
reasons:
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Change of Responsibility/Reclassification
Promotion/Progression
Temporary Base Adjustment
Equity Adjustment
External Job Offer
Market Adjustment
Educational Preparation Code Change
Salary Adjustments
 When 15-17 budget was enacted, received legislative
approval to expand this to reasons for merit.
 Merit pay recognizes extraordinary performance,
service or achievement and is distinguished from
satisfactory performance.
 Cannot be across the board and cannot resemble a
pay plan.
 Institution decisions and discussions will need to
occur related to merit adjustments.
Recruitment & Hiring Process
 Talent Acquisition Manager (TAM)
 Online applicant tracking system – integrated with payroll
(PeopleSoft HRS)
 Search Committee Training
 EEO/AA Recruiting efforts
 International Hiring
Title IX and Sexual Misconduct
Title IX
Sexual Misconduct
Prohibits discrimination on
the basis of sex, including
sexual harassment in
educational programs and
activities. It also protects
against retaliation.
Used to describe many
behaviors including sexual
harassment, sexual violence,
and/or discrimination and
harassment based on sex or
gender.
These behaviors include things
such as:
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Rape
Sexual assault
Stalking
Domestic violence
Sexual exploitation
Reporting Requirements
 Informal discussion and mediation
 Contact your supervisor or Title IX coordinator for
consultation and advisement on informal resolution.
 Formal Resolution
 Situations which cannot be resolved informally or severe in
nature. Reported verbally or in writing to your supervisor or
directly to the Title IX Coordinator.
name of the victim
 name of the alleged harasser
 factual description of the incident(s) (including dates, times,
places, and the names of any witnesses).

Title IX Coordinator/Deputies
Title IX Coordinator:
Kristi Krimpelbein
Special Assistant & Director of Human Resources
715-232-2613 (office)
Deputy Title IX Coordinators:
Sandy Scott (complaints against students)
Interim Dean of Students
715-232-1181 (office)
Erin Dunbar (complaints against employees)
Assistant Director of Recruitment and Selection
715-232-2314 (office)
Family and Medical Leave Acts
Provides “job-protected” leave for eligible employees
with a qualifying reason.
Qualifying Reason:
 Leave for treatment for a serious health condition for
the employee
 Leave for caring for a spouse, child or parent with a
serious health condition
 For birth or adoption of a child
Who is Eligible?
WI FMLA
 Anyone who has worked
for the State for more
than 52 consecutive
weeks.
 Anyone who has worked
for the State for at least
1,000 hours during the
52-week period
preceding beginning of
the leave.
Federal FMLA
 Anyone who has worked
for the State for at least
12 months (need not be
consecutive).
 Anyone who has worked
for the State for at least
1,250 hours of service
during the 12-month
period preceding the
beginning of the leave.
Use of Leave
 Leave for a qualifying reason is for a total of 12 weeks
per year and it can be used all at once for 12
consecutive weeks, or it may be used intermittently.
Intermittent leave schedules should be approved by
the supervisor.
 Leave provided under the WFMLA and FMLA is
unpaid leave but employees may substitute any
accrued leave.
Employee Responsibilities
 Required to give their supervisors as much notice as
possible of the need to take FMLA leave (30 days is
required for foreseeable scheduled events).
Supervisor’s Responsibilities
 Contact Human Resources as soon as an employee
notifies you of potential leave or has been out of
work for 5 consecutive full days
 Must ask for and employees are required to provide a
fitness-for-duty certification signed by the
employee’s health care provider before returning to
work from FMLA leave taken for the employee’s own
serious health condition.
 Employees are not allowed to return without the
fitness-for-duty certification.
Questions?